Happy New Year from this motley crew! Greg Bowman and Tommy Gibbs are going to be a hard act to follow, but Preston Cavignac and I are looking forward to leading the NAIOP San Diego Developing Leaders Board into 2019!! Hope to see you at an event this year!
Happy Holidays from NAIOP San Diego!
Glova to Chair NAIOP San Diego’s Developing Leaders Board in 2019 Read More »
It has been an extraordinary year for job candidates in the real estate industry, and as a result an exciting one for Julia and me.
In 2018, we formed relationships with many exceptional managers, analysts, developers, and acquisitions professionals at different stages of their career. They came to us knowing the kind of job opportunities they were seeking and were clear in what they could offer Southern California real estate companies in terms of skills, expertise and experience. It was refreshing to work with so many talented and focused professionals.
The trend that stuck out the most in this “year of the employee’s market” is that our professional lives and our careers are very much dictated by how we approach our personal lives. And it’s a good thing.
This year, job candidates knew what job they wanted, based on not only their professional needs and interests – salary, title and team structure – but also on their personal ones – flexible work environment, social responsibility, tangible benefits. In a world where our professional and personal lives are so intertwined, it’s no surprise that they should impact our important career decisions.
When a job candidate chooses a job with career-life understanding and balance, it all but guarantees higher job satisfaction. When a company hires a qualified candidate who can do the job and has chosen to work for them for the right reasons, it leads to healthy collaboration and company success. While it may mean the job candidate is at a higher compensation level, what she or he will deliver is worth the added time, energy and any added financial investment.
Seeing this kind of self-awareness and synergy in the hiring process more than ever this year, not only made our job easier, but it also made us feel encouraged about the long-term success of our industry and community.
I am grateful for the individuals and companies who put their trust in us in 2018. We had the privilege of helping to establish more new relationships, partnerships and teams than ever before. And, I personally can’t wait to see just what you all accomplish in 2019.
That’s a wrap on a terrific 2018 for Building Careers Read More »
Cheers to a phenomenal three years of working with this fabulous, smart, hardworking, and compassionate woman! Thank you, Julia Turpit, for all you have done and continue to do for Building Careers, LLC! We wouldn’t have been able to make the difference that we have without you and are lucky to have you working with the team!
Cheers to 3 Years with Julia Turpit! Read More »
With all the talk of the retail market and where it is heading, Macerich is introducing a new retail co-working concept to a few of its major retail centers.
Read more about how the company continues to innovate here: Macerich to Roll Out ‘BrandBox’ Digital to Bricks and Mortar Concept
Published by John Jordan with GlobeSt.com on November 16, 2018
CRE industry leader to Roll Out ‘BrandBox’ Digital to Bricks and Mortar Concept Read More »
Since Amazon couldn’t just decide on one new headquarters, Amazon has announced that they will be formalizing their presence on the east coast in Crystal City in Arlington, Virginia, and Long Island City in Queens, New York, What does the process look like for these cities now?
Read more at: The Search For Amazon HQ2 Is Over. Now Comes The Hard Part
The Search For Amazon HQ2 Is Over. Now Comes The Hard Part Read More »
Pay parity can benefit your business. Read on for expert insight, data, best practices and action items to close the gender pay gap for company leadership and HR professionals.
More than 80 countries have some form of equal-pay-for-equal-work legislation in effect, while approximately 24 have some sort of mandatory reporting requirement. See where the US, Canada and the UK stand in CREW Network’s latest white paper: http://bit.ly/payparityinCRE
CREW’s Latest White Paper Addresses Achieving Pay Parity in Commercial Real Estate Read More »
Want to be happier? Work toward adopting some of these habits.
Read the article here: Ten Habits Of Incredibly Happy People
Published by Travis Bradberry on Forbes.com on February 14, 2017
Ten Habits of Incredibly Happy People Read More »
250 of us took part in the 9th annual NAIOPalooza on October 12th in San Dieguito Park and I couldn’t have been prouder of our commercial real estate community. This year, through your participation, donations, sponsorships and by merely spreading the word, we raised $18,000 (up from $12,000 last year) to support HomeAid San Diego.
As many of you know, HomeAid San Diego is the local chapter of a national organization, supporting homeless individuals and families through building and renovation projects. This year, NAIOPalooza’s donation will directly support The 12 Houses of TERI, a housing project in Oceanside for special needs adults. At the moment, the twelve residential homes need to be adapted with ADA renovations so that
residents can continue to live there for years to come. What we raised goes directly to making this specific renovation possible.
Whoever claims commercial real estate industry folks are competitive would be
right!
Teams were comprised of up to twelve peers and captained by some of our most esteemed and awesome industry leaders. We wore beer goggles to crawl under the army net for Capture the Ball. We all got wet in some way or another during the water balloon competition; Some of us even blamed the “spiky” grass for losing because, of course, it had nothing to do with any momentary lack of hand-eye coordination and dropping the balloon! We tested our balance, spinning around with our heads on a baseball bat and then racing across a raised wooden plank. We buddied up with our teammates to hop ungracefully across the finish line in the three-legged race.
Team Black Bandits captained by Devin Beale ultimately won and took home the big trophy (to be engraved with their team and captain’s name) that they will enjoy with pride until next year’s NAIOPalooza and our 2019 teams look to dethrone them!
Community of professionals
The day left a smile on my face and not just because it was a great day for an important cause or because I had the best job of all as one of four referees, alongside Tara Burns, Taylor Gifford and Kristina Hoggins. (Who would have thought blowing a whistle all day could be so comical!)
But I got to thinking… the day was so great because NAIOP is an organization that allows for the creation of the spaces where we live, work, and play and we clearly know how to have fun. But we are also much more than that. We are a community of professionals who not only want to be successful in what we do in business but we also recognize the importance of giving back to the communities we are honored to service and call home.
San Diego is one of 52 NAIOP chapters around the country and the tenth largest with 725 members. Our chapter holds more than fifteen events and raises over $150,000 for charitable organizations each year.
This year’s NAIOPalooza came together because of event chairs Julia Turpit, Mike Novkov and Eric Burger. A big thanks to them, to everyone who came out and to our many sponsors. Hope to see you all at the next event!
Contributor Carly Glova is president and owner of San Diego-based commercial real estate recruiting agency Building Careers. She has been a NAIOP member for ten years and will be NAIOP San Diego’s Developing Leaders Co-Chair in 2019.
NAIOPalooza Sponsors:
RAF Pacifica Group
LOWE
Lincoln Property Co
Andrews Bros
Colliers
COE Office
Burger Construction
Coast Commercial Ventures
Wells Fargo
Crew Builders
Cushman & Wakefield
Westcore Properties
Dentt Properties
Ware Malcomb
Cultura
SmithGroup
Humanscale
Stream Realty
JLL
Align Builders
Pacific Building Group
Newmark Knight Frank
Resource Floors
Syska Hennessy Group
MyOffice
Rancho Bernardo Courtyard
Cox
Private Business Capital
Black Diamond
BFC Funding
RBN Design
Well done NAIOP San Diego! Read More »
A little bit of Monday Motivation! Farnoosh Brock, founder of Prolific Living shares her insights on corporate career motivation. Some of her tips include:
1. Care about what you can control and the people around you
2. Work smarter and focus on what matters
3. Convey an appropriate and professional attitude
Read her full article to understand the logic behind these tips and how you can apply them to your own job: The 3 Secrets to Staying Motivated in a Corporate Job
The 3 Secrets to Staying Motivated in a Corporate Job Read More »
Think about this. According to PeopleKeep.com, it is estimated that the cost to replace an employee is anywhere from 20% of an employee’s salary for low paying jobs to over 200% for higher level positions. What’s more, we are living and working in a candidate’s market.
So just what is your company doing to keep your employees and keep them productive, successful and happy? It all starts from the moment you onboard your newest superstar and the companies I see most successful in their employee retention strategies share two common qualities.
Build and Live a Strong Culture: As soon as you walk through an office door, you know if a company gets it or not. The office environment not only needs to reflect the company, brand and culture but it must express gratitude for the employees that work there and ultimately make the company what it is. This recognition can be shown in a variety of different ways and can be something as simple as signage and something more strategic such as making sure every employee plays a direct role in the company’s success and can see their impact. Knowing that their company cares about them and appropriately rewards them goes a long way in strengthening employee retention. These companies identify what makes them different than other employers, especially the competitors, and show employees how important they are too.
Companies with higher retention rates tend to even go so far as to allow what they stand for to exist outside of their office walls. Corporate social responsibility and opportunities to give-back to the community go a long way to strengthening a company’s culture, which in turn strengthens retention. Consider giving employees time off to run a race supporting cancer research or coordinate a team building activity around helping out at your local food bank. You will be amazed at how demonstrating how a company’s culture functions in the greater community fosters employee tenure.
Active Employee Engagement: The number one reason that I hear from candidates as to why they are looking for another job is for growth opportunities. This can be addressed through transparent conversations around employee skill set and overall company direction Clear goal setting, cross-training, mentorship opportunities, and encouraging external formal education play a huge factor in employee retention and motivation. Employees stick around for a company that invests in them.
The companies who listen to their employees and actively encourage open communication get the best kind of feedback there is. I always remind colleagues and clients that the exit interview is just as important as the hiring interview for learning what is keeping employees at your company and what might be driving them away. Whether it’s through one on ones, weekly team meetings or simply a routine walk to grab a coffee, the conversations shared during these moments inform companies on just how the teams really are doing and also nip potential issues in the bud. And we all know how they can escalate and cause employee morale and productivity to drop. For example, especially if a particular position has become a revolving door of employees, what you might discover in these conversations is that the manager of that group may require some training or reminders regarding conflict-resolution, work styles, or motivational tactics. As hard as it may seem to broach sensitive topics in the workplace, it is essential to build teams with staying power.
Revisit Part I and Part II of the blog series for more insight on who is out there to hire and reinventing your hiring process.